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4 ways to deliver a high performing employee experience

Get the right information to the right people at the right time

Inkludering og mangfold|Talent|Total Rewards
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By Michael Tyukodi | August 19, 2020

The flexibility to deliver specific messaging to your employees can create a high-performance employee experience that drives business results.

Sometimes you don’t know you need something until you see it. Like the scratch-resistant, non-stick pan you see on TV that requires no butter to cook with, but still delivers the most perfectly fried egg you’ve ever seen. That 30-second commercial grabbed your attention, got you engaged and prompted you to act. Likewise, organizations seeking to improve their employee experience can take a cue from marketing professionals and target relevant information and messaging that influences employee behaviors that, in turn, will drive business results.

The latest Willis Towers Watson study on high-performance employee experience (HPEX) has revealed a clear link between employee experience and financial performance. HPEX organizations outperform their peers across various key financial metrics, including return on assets and return on equity. For example, there is a 12% difference in terms of one-year change in gross profit margin between companies with high and low employee experience.

And now that I’ve grabbed your attention with those results, consider these four examples of how targeted or personalized messaging can improve employee experience.

  1. 01

    Promote I&D resources and events

    If you can’t bring your whole self to work every day as an employee, how can you deliver your best work and be engaged and productive? Investors realize this and have begun to evaluate how an organization’s inclusion and diversity (I&D) programs fit into its long-term strategy.

    Connecting your organization’s purpose through targeted communications is one way to raise awareness of inclusion programs. Targeted content that promotes and supports local I&D events will connect your organization’s long-term strategy to real-life events employees and communities are experiencing daily.

    Another example of targeted communication is promoting available employee resource groups so employees can connect with colleagues who share similar lifestyles, cultures and views. Without promoting available resource groups, would employees even know that they have a support system within their organization?

  2. 02

    Accentuate link between individual goals and company performance

    Boats move faster when everyone rows in the same direction. Aligning business strategy with human capital resources requires a clear path for everyone. An employee experience that provides a clear line of sight between individual goals and company performance metrics ensures that every employee knows what they can do to be successful.

    This can be achieved through targeted messaging to each employee segment that helps directly build those connections. Additionally, by adding a little bit of employee data, you can personalize information provided to employees’ individual goals and measurement criteria.

  3. 03

    Highlight internal opportunities

    I’ll never forget two key points a leader made early in my career: 1) When employees hit the six- to seven-year anniversary date with an organization, they start to look outside for new opportunities, and 2) you are responsible for your own career path — something I really didn’t understand until I was more established in my career. These two scenarios highlight how getting the right information, to the right people, at the right time comes into play.

    Imagine targeting employees crossing the six-year anniversary date with content about career opportunities, and then segmenting another layer by promoting internal opportunities that may suit their skill set. Before they even start to entertain options outside of the company, they get a subtle nudge of internal career opportunities that they can explore.

    Then also imagine an intuitive career framework that shows employees exactly what they need in order to progress to the next level of their career. Displaying competencies and learning management systems that highlight available courses will help them close the gap and advance.

  4. 04

    Focus on your managers

    Presenting secure, segmented information for managers has always been a need for organizations, whether it’s for onboarding new team members, managing difficult people, navigating the HR and IT systems or anything else that may fall under the people-leader umbrella.

    There’s nothing like a global pandemic to reinforce this point! From being well-versed on company leave policies and employee assistance programs to communicating difficult organizational choices related to pay reductions, furloughs or benefit cuts, these are things that many managers have never had to deal with in their careers.

    Creating a space dedicated to communicating specifically with managers that is timely and consistent has helped many organizations manage change appropriately. As one leader told me during the Great Recession of 2008, “You can’t manage an employee’s reaction to change, but you can manage how well they accept it,” which has a direct impact on how long it takes them to move on from the decision.

The right time to act

Truth be told, I’ve only succumbed to a “too good to be true” informercial once. It was for a product that would clean the siding of my house with the simple use of a garden hose. In that case, I was pleasantly surprised by the results and the product worked great. And it wouldn’t have been possible if I wasn’t presented with the right nudge at the right time.

When organizations have the flexibility to target messaging that inform employees’ decisions and behaviors, they can create an exceptional employee experience that drives business results and grabs the attention you want.

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Director - New Business

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